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12.03.2016 : News

Reinforcing your hiring process

Over time, social, technological and economic forces have not only led to increased workforce mobility across the globe, but also to the advent of fake references, diploma mills and other misdeeds. There has been an increasing need for employers to screen a candidate’s background and a growing demand for new types of background check services.

In our previous post, we provided tips to identify the best fit during the interview process. Knowing that recruitment is one of the regular tasks of both franchisors and franchisees, we will now review available tools that will help them make sure they are hiring the right candidates and protecting their corporate image.

Knowing candidates’ past on-the-job behaviours

Surveys reveal that the cost of turnover represents 35% or more of the annual salary for most positions. As employers, we know how challenging it can be to match people to jobs as each one requires unique abilities, traits and skill sets.

It is no secret that past performance is one of the greatest indicators of future conduct. Employers rely on reference checks to obtain a perspective of candidates’ past “on-the-job” behaviours. These checks have been a standard in Canada for over 100 years and nowadays, most companies continue to systematically conduct at least two references prior to hiring. Reference checks are also useful to explore areas of concern that occurred during the interview or to ensure that there have not been any embellishments from the candidate.

An important point to bear in mind is that references should be obtained in an unbiased way and focus on facts. The final report should provide an overview of a candidate’s position, job performance, dominant characteristics, areas for improvement, leadership and communication abilities.

Cross verifying past employment information

Another common requirement from employers is to make sure that a candidate’s working experience as outlined on their CV has not been overstated. Compared to the reference check, the employment verification should be conducted with the company’s HR department to obtain accurate information from employee records.

The employment verification report should confirm specific information such as start and end dates, positions held, type of work performed, reason for leaving and the candidate’s eligibility for re-hire.

Verifying past education information

An internal survey conducted by Mintz Global Screening revealed that 8% of candidates have an education discrepancy that is, they provided education credentials they either did not complete or… flat out, never actually obtained! An education verification will quickly validate the authenticity of a candidate’s diploma as well as the legitimacy of the institution that issued it.

Knowing whether your prospect has a clean record

Statistics show that crime rate in Canada dropped from 2006 to 2011 and we all hope it will maintain this trend. The criminal record check is the most prevalent screening done in Canada and a prerequisite for a number of high-security employment areas. Mintz Global Screening’s internal survey showed that 9% of screened candidates actually had a criminal record.

Knowing your candidate’s financial accountability

For a job involving cash handling, asset management and dealing with other confidential financial information, an employer would want to hire a candidate who is both responsible and has a proven financial track record.

A credit check, which involves inquiring into an applicant’s financial background, is a business necessity when it comes to sensitive job positions. It provides detailed reports of credit ratings, loans and collections outstanding as well as a verification of the individual’s identity.

These services represent the most frequently sought-for solutions in a background check. In today’s marketplace, a full background report consists of two references, education and professional accreditation, 5-years employment verification and a criminal record check.

An important final point is third party objectivity. This means that for a screening process to be fully compliant, responsible and free of any ethical or human rights issues, it is a best practice to always use a third-party company to do your background check. This way the hiring manager will receive a report that is unbiased, obtained in good faith, focused on factual information and conducted in a manner equitable to all candidates.

The Ontario government passed Bill 3, the Pay Transparency Act 2018, on April 26, 2018. This Act will come into force on January 1, 2019, making Ontario the first province in Canada passing legislation regarding the regulation of pay transparency in the hiring process. This legislation is a part of the Ontario government agenda to promote gender equality and equal compensation. What is the purpose of the Act? Even though making distinction… Lire la suite »

Three things to know about your potential business partner Choosing your partner is no easy task. Every businessperson faces this kind of challenge and fears disappointment. On the other hand, this important agreement can help you achieve the success you’ve always wanted for your business. Nevertheless, you still need to take the necessary precautions if you want to increase your chances of finding the ideal person. This article goes over… Lire la suite »

Most employers who regularly hire new employees are well aware that an analysis of a candidate’s resume never provides all the answers. Often, when writing a resume, the candidate will purposely omit information that would make his or her application less attractive to recruiters and perhaps exaggerate information to make themselves more attractive. This is why hiring a background screener before moving forward with a candidate can be beneficial. These… Lire la suite »